MOD 2 Exam Flashcards by Ty Jahnke

Honesty, Courage, Accountability, Humility

Integrity First

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Duty, Loyalty, Respect

Service Before Self

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Mission, Discipline, Teamwork

Excellence In All We Do

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Act With Integrity, Be Accountable, Uphold

Character

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Engage, Foster, Encourage, Give Help

Connection

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Audacious Goals, Learn, Seek, Facilitate, Embrace, Work

Commitment

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Be Steadfast, Innovate, Share Thoughts and Ideas, Risks

Courage

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What is the importance of the USAF and USSF Core values?

Bedrock of leadership in the Air and Space Forces
Institutional values and principles of conduct
Moral framework for military activities
Fundamental and enduring

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Purposeful act of observing a problem and then deciding to solve it, after considering solutions and deciding upon one.

Problem Solving

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Describe when the PPSM is useful

The 8-step problem solving process is a practical problem solving method (PPSM) that is designed for long term problem solving and process improvement solutions. Designed to tackle issues that impede the organization’s mission, goals, or objectives.

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Describe when the OODAloop is useful

The OODA loop model is most useful when quick action is needed by a single player with limited time for analysis, planning, and training.

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PPSM vs. OODA Loop

Clarify the Problem
Break Down Problem & ID Performance Gaps

Observe

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PPSM vs. OODA Loop

Set Improvement Targets
Determine Root Causes

Orient

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PPSM vs. OODA Loop

Develop Countermeasures

Decide

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PPSM vs. OODA Loop

See Countermeasures Through
Confirm Results and Process
Standardize Successful Processes

Act

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What are the following?

Support, don’t undermine
Disagree privately
Display initiative
Accept responsibility
Tell the truth
Anticipate boss’s questions
Know their limitations and strengths
Keep boss informed
Selfless in service
Don’t forget their families

Characteristics of an effective follower

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List some characteristics of an effective follower.

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Explain the correlation between followership and leadership

As the leader leads, the follower actively participates in task completion toward mission accomplishment; the leader-follower relationship produces the dynamics necessary for the team to accomplish the mission.

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List and describe the Five Basic Followership Styles.

Alienated (passive / critical thinking / independent)

Effective (active / critical thinking / independent)

Sheep (passive / uncritical thinking / dependent)

Yes People (active / uncritical thinking / dependent)

Survivor (all of the above)

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Primary function was to modify and consolidate the Army Articles of War, Articles for the Government of the Navy, and Disciplinary Laws of the Coast Guard.

UCMJ

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Primary function is to address the field military justice as thoroughly as possible under the restrictions of a working manual.

MCM

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Recognize the need for a military justice system

Discipline
Crimes Unique to the Military
Worldwide Operations

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List service members’ rights within the military justice system.

Involuntary Self-Incrimination
Right to Counsel
Search & Seizure

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Methods and associated tools within the UCMJ to maintain discipline.

Administrative Tools Nonjudicial Punishment Judicial Actions

Unfavorable Information Files / Control Rosters / Counseling / Admonitions / Reprimands

Administrative Tools

Court Martial

Judicial Actions

Article 15

Nonjudicial Punishment

Enlisted members accused of minor offenses

Summary Court Martial

Intermediate Severity Offenses

Special Court Martial

Most Serious Offenses

General Court Martial

Commander’s legal staff who represents the Air Force and Space Force in all legal matters.

Staff Judge Advocate

Represents Air and Space Force personnel accused of wrongdoing.

Area Defense Counsel

Advises victims of alleged sexual assault on their rights and represents them in certain matters during courts-martial. Also assists victims with providing information to the court on sentencing in the event the accused is convicted.

Special Victims Counsel

Those interpersonal relationships that reflect the standards of conduct expected of members in the military.

Professional Relationships

Relationships that can be perceived as causing favoritism, compromise chain of command, exploitative or coercive, and creates an adverse impact on good order / ability to accomplish the mission.

Unprofessional Relationships

Summarize the policy on professional and unprofessional relationships.

Members of different grades are expected to maintain a professional relationship governed by mutual respect, dignity, and military courtesy.

Summarize the general and specific prohibitions relating to unprofessional relationships for officers.

Unprofessional relationships can compromise the standing of officers in the unit. Officers must not engage in any activity with an enlisted member which reasonably may prejudice good order and discipline, discredit the armed forces or compromise the officer’s standing.

Summarize the effects of unprofessional relationships on unit cohesiveness

Undermine the mission and operational effectiveness of the Air and Space Force.

Discuss methods for evaluating information.

Step 1: Evaluate if the information is a statement or an argument. Step 2: Distinguish between fact based vs. opinion based claims and objective vs. subjective based claims.

Clarity Accuracy Precision Relevance Depth Breadth Logic Significance Fairness

Nine intellectual standards used in assessing one’s thinking

A gateway standard and relevant to all others.

Clarity

Address the validity of the information at hand.

Accuracy

Helps refine information.

Precision

Evaluates which parts of a claim, scenario, or problem are most related to the issue at hand.

Relevance

Address the complexities of an issue.

Depth

Addresses various interpretations of an issue.

Breadth

When the combination of thoughts is mutually supporting and makes sense in combination.

Logic

Which information is more important?

Significance

A “gut check.”

Fairness

Describe the importance of establishing expectations.

To identify objectives/goals To provide a road map for achieving objectives/goals To provide the linkage to standards and unit mission

Summarize the steps for establishing expectations.

Step 1: Establish Expectations Step 2: Observe & Identify Performance Gaps Step 3: Recalibrate/Adjust & Set New Expectations Step 4: Let subordinates get back to work, step back and observe

Summarize the guidelines for establishing expectations.

- Expectations must be clearly communicated and understood - Help your subordinates make the connection - Seek buy-in - Encourage buy-in - Plan to track activities within each task

Purpose Question at Issue Points of View Information, Data, and Evidence Concepts and Ideas Assumptions Implications and Consequences Inferences

Elements of reasoning used in the critical thinking process.

What is the objective of my thinking?

Purpose

Is this the right question?

Question at Issue

What’s my viewpoint? Would it look differently from another perspective?

Points of View

Is it accurate, fair, clear? Are there alternate sources? Do we need more?

Information, Data, and Evidence

What concepts (theories, axioms, principles) am I relying on? Do others accept them as well?

Concepts and Ideas

What beliefs and values influence my thinking? Are they balanced and fair?

Assumptions

What might the outcome be? On what? For whom?

Implications and Consequences

What am I inferring here that is unstates? Is it valid?

Inferences

Discuss the 2 common thinking error systems that can lead to faulty thinking.

System 1: Fast, instinctive, emotional, subconscious; utilizes pattern recognition. System 2: Slow, deliberate, logical, conscious; discerns new patterns.

Discuss common thinking errors that can lead to faulty thinking.

Asking the wrong questions or not asking the right questions Thinking too quickly Stereotypes Cognitive bias Answering the wrong question - deflection

Describe sources of conflict (factors)

Organizational Sources of Conflict Personal Behavior Factors

Organizational Sources of Conflict

Communication Factors Structural Factors (rewards / resource interdependence)

Personal Behavior Factors

Values Perception Personality

Additional Factors Sources of Conflict

Who am I dealign with? What are the stakes? What is the situation?

Killmons 5 conflict management styles.

Competing (top right) Collaborating (top left) Compromising (middle) Avoiding (bottom left) Accommodating (bottom right)

Air Force 5 conflicts management styles.

Insist (top right) Cooperate (top left) Settle (middle) Evade (bottom left) Comply (bottom right)